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Distributions Processor - Qualified Retirement Plans Anchor 3(16) Fiduciary Solutions, LLC
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July Business Services
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Retirement Combo Plan Administrator Heritage Pension Advisors, Inc.
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DWC ERISA Consultants LLC
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EPIC RPS
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Nova 401(k) Associates
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Merkley Retirement Consultants
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Defined Benefit Specialist II or III Nova 401(k) Associates
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Compensation Strategies Group, Ltd.
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BPAS
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BPAS
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The Pension Source
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Free Newsletters
“BenefitsLink continues to be the most valuable resource we have at the firm.”
-- An attorney subscriber
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Search the News Archive
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1202 Matching News Items |
| 1. |
Mercer
Dec. 9, 2025
"[T]his year's list includes changes to the rules for required minimum distributions (RMDs) made by the [SECURE Act] of 2019 (SECURE 1.0) and certain RMD changes made by the SECURE 2.0 Act of 2022. These provisions now have a plan amendment deadline that is one year later than the deadline that applies to most other SECURE 1.0 and 2.0 provisions."
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| 2. |
Mercer
Dec. 8, 2025
"[DOL Advisory Opinion 2025-04A] clarifies that an investment management service with a guaranteed lifetime income component can be a qualified default investment alternative (QDIA) in a defined contribution (DC) plan.... DOL appears to suggest that the opinion's clarification about incorporating lifetime income solutions within a QDIA is more broadly applicable. The advisory opinion also addresses the manager's fiduciary obligations when selecting insurers for the lifetime income component."
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| 3. |
Mercer
Dec. 8, 2025
"Group health plan (GHP) sponsors are subject to many state reporting requirements, which essentially fall into three categories: individual health coverage mandate reporting, health plan covered-lives assessment (CLA)/surcharge reporting and other health plan-related reporting.... ERISA arguably preempts some, but not all, state reporting requirements for GHP sponsors, but there are no current legal challenges to these mandates."
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| 4. |
Mercer
Nov. 24, 2025
For calendar-year defined benefit (DB) and defined contribution (DC) plans, these retirement plan compliance calendars list key IRS, PBGC, and DOL reporting and disclosure deadlines.
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| 5. |
Mercer
Nov. 21, 2025
"[A]ny congressional deal on ACA subsidies that might happen this year, or in time to ride on the government spending bill needed by the end of January, might carry [some] employer-backed policies nearly enacted in December 2024. These include bipartisan proposals to ensure greater transparency in the healthcare system, expand site-neutral payment reforms that align payment rates for services across sites where patients receive outpatient care and restrict anti-competitive contracting provisions that limit plan sponsors' flexibility to design high-value plans."
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| 6. |
Mercer
Nov. 21, 2025
"While these benefits, which have become quite popular, are not subject to cafeteria plan or ERISA rules, compliance difficulties exist. For starters, the federal monthly limits are adjusted every year. In addition, some state and local jurisdictions have imposed employer mandates, leveraging the tax advantages of commuter benefits; still other jurisdictions provide tax-related incentives. This GRIST summarizes major issues concerning qualified transportation plans under federal, state and certain local laws."
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| 7. |
Mercer
Nov. 19, 2025
"Courts presiding over the recent spate of lawsuits challenging defined benefit (DB) plan pension risk transfers (PRTs) have issued mixed rulings on whether plaintiffs can proceed with their ERISA claims.... [L]lower courts considering PRT cases are now confronting an issue the high court left unresolved in Thole: Whether DB plan participants can establish standing by alleging that a fiduciary breach has put their future benefits at increased risk."
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| 8. |
Mercer
Nov. 17, 2025
2-page chart includes 2026 limits for qualified retirement plans, IRAs, PBGC, Social Security, and health and fringe benefit plans, along with corresponding limits for 2025 and 2024.
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| 9. |
Mercer
Nov. 12, 2025
"[P]lan sponsors reported a near equal focus on financial wellness for participants (39%) ... ensuring regulatory compliance (37%) and reducing costs (36%) in their plan.... 44% [state] that AI will have the greatest impact on the success of their plan over the next three- to five-year period.... 29% reported they are currently using or considering a MEP or PEP specifically as a way to lower plan costs.... 67% of plan sponsors said they are considering switching to a MEP or PEP or may consider it in the future. "
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| 10. |
Mercer
Nov. 12, 2025
"This updated article reflects a revised estimate of the 2026 “super catch-up” limit for employees ages 60-63. The previous article showed a projected 2026 limit of $12,000, equal to 150% of the projected 2026 regular catch-up limit of $8,000. However, while the statute is not entirely clear, published IRS regulations on IRC section 414(v) suggest the super catch-up limit will be indexed separately from the regular limit, in increments of $500. In this case, we project the limit will remain $11,250 for 2026."
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